Dear HR Fraternity,
Please help me to understand better on psychometric test which is used for proper selection of candidates.
Your early reply is highly appreciated.
Thanks and high regards,
N.Devarajan
From India, Madras
1Please help me to understand better on psychometric test which is used for proper selection of candidates.
Your early reply is highly appreciated.
Thanks and high regards,
N.Devarajan
From India, Madras
What are psychometric tests?
A psychometric test is a way of assessing a person’s ability or personality in a measured and structured way. There are 3 main types of tests: ability, personality and interest (although both personality and interest are more like psychometric questionnaires). Some tests are used by employers to help them in their recruitment process while other tests can help people with career decision making.
It is common for graduate employers to use psychometric tests as part of their selection process. Organisations believe tests help them recruit the right people with the right mix of abilities and personal qualities. They are also useful for "sifting out" large number of applicants at an early stage and so saving the employers both time and money.
Tests can be administered by pencil and paper or computer. You may be asked to take them in an assessment centre, test centre or online. Employers may set a particular score which you need to achieve to proceed.
Ability tests
General intelligence tests
Some tests assess your general ability (your intelligence). They are not dependent on prior learning or knowledge but more on how good you are at solving problems using logical thinking.
Specific ability tests
There are 2 types of specific ability tests:
Attainment tests
These examine the skills and knowledge you already possess. They are designed to assess what you know at the time of the test such as for a driving test or a word processing test. These can be known as work-related tests.
Aptitude tests
These are more of a measure of your potential for certain activities. They do not rely on any previous knowledge or training, but more on your natural ability or aptitude. The 2 most common forms of aptitude tests are verbal and numerical reasoning tests. There are also more specialised tests which can be used if you are applying for particular careers in IT, science or engineering.
Personality questionnaires
Work related personality questionnaires
These are designed to allow organisations to measure aspects of your personality. Unlike the tests listed above there are no right or wrong answers. They seek to present a picture of how a person will behave in particular circumstances. Again, they are often used by graduate employers.
Interest questionnaires
Work related interest questionnaires
Interest inventories examine a person’s interests and are often used in careers guidance. These can also be used for selection purposes.
Students with disabilities
The Royal National Institute for the Blind (RNIB) have produced a guide for people who are blind or partially sighted and who may be asked to carry out formal written tests or questionnaires as part of the recruitment and selection process for a job. Although the advice contained on the RNIB website is aimed at people with visual impairment, it may also be of some relevance to people with other disabilities.
From India, Bangalore
A psychometric test is a way of assessing a person’s ability or personality in a measured and structured way. There are 3 main types of tests: ability, personality and interest (although both personality and interest are more like psychometric questionnaires). Some tests are used by employers to help them in their recruitment process while other tests can help people with career decision making.
It is common for graduate employers to use psychometric tests as part of their selection process. Organisations believe tests help them recruit the right people with the right mix of abilities and personal qualities. They are also useful for "sifting out" large number of applicants at an early stage and so saving the employers both time and money.
Tests can be administered by pencil and paper or computer. You may be asked to take them in an assessment centre, test centre or online. Employers may set a particular score which you need to achieve to proceed.
Ability tests
General intelligence tests
Some tests assess your general ability (your intelligence). They are not dependent on prior learning or knowledge but more on how good you are at solving problems using logical thinking.
Specific ability tests
There are 2 types of specific ability tests:
Attainment tests
These examine the skills and knowledge you already possess. They are designed to assess what you know at the time of the test such as for a driving test or a word processing test. These can be known as work-related tests.
Aptitude tests
These are more of a measure of your potential for certain activities. They do not rely on any previous knowledge or training, but more on your natural ability or aptitude. The 2 most common forms of aptitude tests are verbal and numerical reasoning tests. There are also more specialised tests which can be used if you are applying for particular careers in IT, science or engineering.
Personality questionnaires
Work related personality questionnaires
These are designed to allow organisations to measure aspects of your personality. Unlike the tests listed above there are no right or wrong answers. They seek to present a picture of how a person will behave in particular circumstances. Again, they are often used by graduate employers.
Interest questionnaires
Work related interest questionnaires
Interest inventories examine a person’s interests and are often used in careers guidance. These can also be used for selection purposes.
Students with disabilities
The Royal National Institute for the Blind (RNIB) have produced a guide for people who are blind or partially sighted and who may be asked to carry out formal written tests or questionnaires as part of the recruitment and selection process for a job. Although the advice contained on the RNIB website is aimed at people with visual impairment, it may also be of some relevance to people with other disabilities.
From India, Bangalore
Hope this small write up would help u in some way. Let me know if you have any queries. Regards, Dixita
From India, Bangalore
From India, Bangalore
Dear Dixit Thanks for explaining about psychometric test. Please let me know is there is any structured questionnaire on this topic. High regards, N.Devarajan
From India, Madras
From India, Madras
DEar Devarajan Please find attached 2 Excel sheet tests, The same might be of some use to You,,, Regards M. Peer Mohamed Sardhar,,, :D :D :D
From India, Coimbatore
From India, Coimbatore
Hi there :D Are you looking for any kind of tests to be used in your company??? Take care...
From India, Mumbai
From India, Mumbai
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Psychometric Test Questions.doc
Assessment Methods in Recruitment, Selection & Performance A Managers Guide to Psychometric Test.pdf